Principal Labor Relations Representative

Salary : $129,469.60 - $192,281.44 Annually
Location : Throughout the County of Santa Clara, CA
Job Type: Full-Time
Job Number: 25-C17-B
Department: Employee Services Agency
Division: Labor Relations
Opening Date: 11/07/2025
Closing Date: 12/8/2025 11:59 PM Pacific
Bargaining Unit: 93

Description
Under direction, to plan, organize, coordinate and direct the day to day operations of the labor relations program, including the supervision of subordinate professional and clerical staff; and/or to be responsible on a continuing basis for the largest, most complex, sensitive, and difficult labor contract negotiations and administration.
The County of Santa Clara is seeking a highly experienced and strategic Principal Labor Relations Representative. The ideal candidate will be a seasoned professional with a deep understanding of public sector collective bargaining, contract administration, and conflict resolution. This role requires a leader who can manage a diverse portfolio of complex labor issues, provide expert guidance to management, and foster strong, productive relationships with union partners. The Principal Labor Relations Representative will also be responsible for mentoring and supervising staff, ensuring the team's continued growth and effectiveness. This position will perform professional level labor relations duties including contract negotiations and administration, grievance handling, guiding departments on disciplinary actions, dispute resolution, training and research, and advising County departments on employee performance management. The ideal candidate will have a strong working knowledge of the techniques of public sector collective bargaining under the Meyers-Milias-Brown Act (MMBA), as well as knowledge of the Americans with Disabilities Act (ADA), Equal Opportunity Employer (EEO) status, federal and state leave laws, and the Fair Labor Standards Act (FLSA). Successful candidates will have a demonstrated ability to work collaboratively across a large organization and a proven ability to build and sustain collaborative and effective relationships with labor organizations.
Typical Tasks
When assigned responsibility for supervision of the day to day activities of the labor relations program:

• Serves as the chair of a County negotiating committee, typically for complex or sensitive units/organizations;
• Coordinates, assigns and directs other negotiations chairs;
• Plans, assigns, directs and reviews the work of Labor Relations staff in the day-to-day operations of the labor relations program;
• Responsible for county-wide grievance handling, disciplinary appeals and arbitrations;
• Represents the Deputy County Executive at meetings of the Board of Supervisors, Department/Agency Heads, committees, outside groups and labor organizations;
• Effectively recommends selection/retention and discipline of subordinate staff;
• Trains, develops and evaluates staff;
• Provides technical resources to subordinate staff;
• Assists with departmental budget control and planning;
• May function as staff advocate in complex hearings or arbitrations;
• Participates in resolution of complex grievances, disciplinary issues, contract negotiations or disputes;
• Recommends improvement in delivery of labor relations services;

When assigned responsibility for the most complex, sensitive, and difficult labor contract negotiations and administration:

• Performs the tasks performed by Labor Relations Representative but at the high level consistent with the higher level of responsibility of the Principal Labor Relations Representative;
• May be assigned as a Disaster Service Worker as required;
• Performs other related work as required.

Employment Standards
Sufficient, education, training, and experience to demonstrate the possession and direct application of the following knowledge, skills and abilities.

Training and Experience Note: The knowledge and abilities required to perform this function are acquired through training and experience equivalent to a Bachelor's Degree from an accredited college or university,

AND

Five (5) years of professional level analytical experience of which three (3) years are in the field of labor relations as an agency-wide (e.g. city/county) representative.

Experience in the public sector is desirable.

Possession of a valid California Driver's License prior to appointment and the ability to qualify for and maintain a County driver authorization.

Knowledge of:

• Laws relating to labor relations with an emphasis on the public sector;
• Techniques of dispute resolution;
• Grievance handling and administration;
• Current labor relations practices, trends and major problems in the public sector;
• Principles of supervision;
• Principles of budgeting;
• Principles of organization and management;
• Modern office practices, methods, and computer applications related to the work.

Ability to:

• Work under extreme pressure;
• Represent the County in administrative hearings and arbitrations;
• Plan, organize, direct and evaluate subordinate staff;
• Effectively advise and train County managers on matters related to Labor Relations;
• Delegate duties while retaining accountability;
• Train and develop staff;
• Reason logically and creatively;
• Resolve complex disputes;
• Negotiate complex labor contracts demonstrating proficiency and command of all aspects of the process;
• Communicate effectively through clear and concise written correspondence and oral presentations.

The County offers comprehensive first-class medical, dental, and vision benefits plans for County employees and their dependents, including plans with no deductibles, no co-pays, no co-insurance, and no prescription drug co-pays. Learn more

The County also offers generous paid time off with significant vacation, sick time, and 13 paid County holidays annually Details are included in the with the bargaining unit applicable to the job classification.

In addition to the amazing perks above, the County also offers the additional benefits below.

Retirement Benefits
The County offers robust retirement plans including a (similar to the private sector's 401(k) plan) and the In addition to lifetime retirement income available through the CalPERS pension plan, the 457(b) Deferred Compensation plan provides a great way to save for retirement and supplement the defined benefit pension available to employees. These plans help our employees build a plan for their future and contribute to their family's long-term financial well-being.

Health Flexible Spending Account
The empowers employees to manage healthcare expenses efficiently with tax-free contributions (up to $3,200 for the 2024 calendar year). Secure tax-free solutions for your healthcare expenses and enjoy the flexibility to manage your healthcare finances effectively with the HFSA.

Dependent Care Assistance Program (DCAP)
The enables employees to utilize tax-free funds for dependent care services, facilitating a convenient and cost-effective approach for managing your dependent care expenses. The County also offers the , an employer-funded DCAP, for employees with annual income under $120,000.

Life and AD&D
The County offers life and disability benefits including , Insurance, These benefits ensure financial security and income support when you and your family need it most.

Employee Assistance Program (EAP)
The County prioritizes employee mental health and well-being and offers a top-tier through Concern providing confidential counseling sessions covering stress, anxiety, relationships, grief, as well as financial/legal services, personal coaching, child and elder care referrals, and comprehensive crisis support.

Employee Wellness
The offers free wellness programing, fitness classes and resources; including Elevate My Wellness an all-in-one platform designed to elevate your well-being journey.

Education Reimbursement
A generous program is available, including Education Reimbursement for employees seeking additional training and professional development.

NOTE: Benefit and Retirement information may vary from bargaining unit to bargaining unit. Due to changes in State Law, current pension provisions described in the union contracts are not automatically applied. Specific pension benefits for new hires who start on or after January 1, 2013 may be different than indicated in the union contracts.

Click here to access all Memoranda of Understanding and most recent Summary of Changes.
01

(REQUIRED) Please answer the following questions. Completion of the following supplemental questions is REQUIRED and is an integral part of the evaluation process. Initially, it will be used to determine minimum qualifications. For those applicants meeting the employment standards, this information will be critical in the subsequent competitive assessment to identify those candidates to be invited to continue in the examination process. Your responses to the questions may also be reviewed and scored in a Competitive Rating evaluation process based on pre-determined rating criteria. Your answers should be as complete as possible, as no additional information will be accepted from applicants once the Competitive Rating evaluation has begun. A response of "see resume" or "see application" will deem your application incomplete. Include a detailed description of your work experience in the following format for EACH employer referenced, in each answer:
a) Employer name(s)
b) Job title(s)
c) Start/end dates of employment
d) Total hours worked per week
e) Description of task(s) performedDo you understand the requirement to provide complete answers in order to determine relevant experience for each area in question?

• Yes
• No

02

What is the highest level of education you have completed?

• None
• High School or GED equivalent
• College (1 to 29 semester units / 1 to 44 quarter units)
• College (30 to 59 semester units / 45 to 89 quarter units)
• College (60 to 89 semester units / 90 to 134 quarter units)
• College (90 to 119 semester units / 135 to 179 quarter units)
• College (120 or more semester units / 180 or more quarter units)
• Associate's Degree
• Bachelor's Degree
• Master's Degree
• Doctoral Degree

03

How many years of professional-level analytical experience do you have?

• None
• Less than one year
• One to less than two years
• Two to less than three years
• Three to less than four years
• Four to less than five years
• Five to less than six years
• Six or more years

04

Describe your professional-level analytical experience. Responses must include the following required information:- Employer name(s)- Your job title(s)- Start/end date(s)- Hours worked per week- Detailed description of tasks performed.If none, type N/A.
05

How many years of experience in the field of labor relations as an agency-wide (e.g. city/county) representative do you have?

• None
• Less than one year
• One to less than two years
• Two to less than three years
• Three to less than four years
• Four or more years

06

Describe your experience in the field of labor relations as an agency-wide (e.g. city/county) representative. Responses must include the following required information:- Employer name(s)- Your job title(s)- Start/end date(s)- Hours worked per week- Detailed description of tasks performed.If none, type N/A.
07

Describe your experience and role in preparing and presenting grievance and discipline cases before an arbitrator, civil service commission or hearing officer. In your response, describe how many times have you personally prepared and presented cases, the type and complexity level of the cases and if you have prepared post-hearing briefs. If none, type N/A.
08

Describe your experience in costing negotiation proposals, settlement agreements, and other awards. If none, type N/A.
09

Describe your experience with pre-impasse mediation, post-impasse mediation, and fact-finding in labor contract negotiations. In your response, include your most significant role in each process, how frequently you have handled them, for how many years, etc. If none, type N/A.
10

Describe your experience in implementing a labor agreement and administering a labor contract. If none, type N/A.
11

Describe your approach to building credibility and relationships with executive leaders across an organization. Provide an example of a time you needed to advise against an action or idea an executive wanted to pursue; how did you handle that situation and what was the outcome? If none, type N/A.
12

Describe your approach to building and maintaining trust with a union. Provide an example of a time your relational skills were crucial to resolving a labor dispute, including the outcome. If none, type N/A.
13

Describe how you use data (e.g., grievance trends, arbitration outcomes, or operational metrics) to strategically plan for negotiations? If none, type N/A
14

Provide an example of a time you were faced with a negotiation where the other side was unwilling to compromise on a critical issue. What strategies did you employ to move the negotiations forward? If none, type N/A.
15

Provide an example of a time where you had to mentor a junior labor relations professional. What was their initial challenge, and what specific steps did you take to help them develop their skills and confidence? If none, type N/A.
16

Provide an example of a time there was conflict within a team you managed. What techniques did you use to resolve the issue(s) and what was the outcome? If none, type N/A.
17

Provide an overview of your leadership style including specific strategies and techniques you utilize to lead a successful and efficient team. If none, type N/A.
18

What interests you about this specific role in the Employee and Labor Relations Department?
19

What factors influenced you to apply for this position?
20

What experience, skills, and abilities do you possess that you believe set you apart from other candidates and would make you successful in this role?
21

How did you find out about this job?

• Contacted by County Recruiter
• Virtual Job Fair
• In Person Job Fair
• In-Person Networking Professional Event
• Virtual Networking Event
• Community Event
• Glassdoor
• Governmentjobs.com
• Professional Association
• Search Engine (Google, Bing, online search, etc.)
• Hospital Website: SCVMC, O'Connor Hospital, St. Louise Regional Hospital Website
• Contacted by a Recruitment Firm
• Handshake
• Student Career Center
• County Text Message
• County Career Newsletter
• Other (Specify in the next question)
• County Employee Referral
• County of Santa Clara Career Website
• County of Santa Clara Job Interests Email Notification
• Facebook
• Instagram
• LinkedIn
• Indeed

22

If you selected an event/fair or other in the question above, please specify. If not, type N/A.
Required Question

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